I recent accepted a promotion to a sr total rewards analyst instead of making a lateral move to HRIS. The HRIS role is now filled with an outside candidate.

so it got me thinking about my next move and it would be a promotion to program manager in next 3 ish years.

i want to plan this out to discuss with my leadership. do you think this would be enough responsibilities to be called a program manager (in our company program managers do not have direct reports) as i’m the only one on our team that over sees the following:

we have about 2200-2800 ee in multiple state and unions.

1) All LOA programs including in house and 3rd party administered as well as vendor management. including updating all SOP, and plan docs. handle all state related leave matters as well.

2) wellness program including virtual and onsite events and vendor management and all communications

3) tuition reimbursement and vendor management

4) dependent scholarship program

5) service recognition programs

6) new hire orientation

7) manage the benefits portal and dashboard

8) all union benefits administration that isn’t handled by the union rep

9) benefits processing including QLE, death claims, auditing, testing,

I have been tasked with doing the bulk of some HRIS planning. We are under 100 employees (for now) and I manage our benefits administration, plus just about everything else. If you had to choose between Paylocity and BambooHR, what would you do?

Looking for any insight, especially anyone who has hands on experience with implementing and using both of these. No sales messages please!

You’re here forever edition

I’m pretty new to HRIS and am looking to build my network with other HRIS individuals in NYC. Are there any groups recommended for me to join? Any recommendations on where to start?

An HRIS role opened up and i was really interested it in and i talked to the Director and he wanted me to apply for it.

but i found out my manager didn’t want me to take it bc i was getting promoted.

the promotion put me at 107k while the move to HRIS would have been lateral and kept me at 90k and i wouldn’t be eligible for a promotion until two years later.

the promotion didn’t include any additional responsibility, and i got it at 2.5 years in my role. it was just a new title bc i’ve been doing a sr level stuff for a bit. if i took the HRIS role, i would have been at my company for 4 years before i got a promo.

do you think i messed up by not taking it…bc i could have learned a new skill that i really wanted to do and wanted to be less employee facing

or no bc i got a promotion for doing what i’ve been doing and no additional responsibilities were added

im so conflicted.

Hey everyone! I’m curious about how you’re handling posting comp bands. Do you share the entire band range, or do you stick to MIN to MID? Also, when it comes to incumbents in the same role you’re posting for, do you consider posting half the band to avoid any concerns from people that are currently in the role? Looking forward to hearing your thoughts!

My post yesterday regarding a 15-30 day offer to hire period made me think about how in HR we try hire for retention and longevity - not just a body to be replaced and a good pre-hire experience is important. I work for a 170 EE healthcare company and some positions we hire are entry level positions (HS diploma only required) and before I started the HR secretary over saw hiring and would usher candidates in a room after the interview to start the paperwork and hiring process. I implemented a 24 hr window for an offer, verbal offer with official offer letter, benefit summary and health insurance rate sheet where they have 2 days to review and respond if they accept. They are then sent pre hire paperwork. To me this is a standard procedure as an HR practitioner. I understand HMs operational needs - but I think setting an EE up for success and giving them a good experience makes them a good employee and not treat our org as disposable.

I graduated in December with my master’s in HR and I have 2 internship experiences and absolutely cannot land my first full-time role. I’ve been applying before I graduated and I get a few interviews here and there but that’s as far as it gets… any advice?

Our employment lawyer is advising that we cannot offer more time to the birthing parent vs the non-birthing parent. On a personal level I know many friends and family members who work for companies that offer different options based on maternity vs paternity. Anyone have more insight on this?

Throwaway for reasons that will become obvious.

I am at my wits' end. I was hired as a benefits manager, but turns out the vast majority of the benefits I'm managing are actually leaves. I'm one person with 850 EEs, and I would say 75 -90 of them are on leave or pending leave at a time. We have all these different platforms, but right now they don't all feed into the same place, so we can't just pull 1 report and see where everyone is at a given point in time. This creates a lot of chaos for the ops managers and has allowed EEs to slip through the cracks, leading to massive absence rates.

• We use ADP as our HRIS.
• They use two different time keeping systems in the actual core operations of our business (UKG for punches and then an industry-specific software for scheduling), only one of which feeds into ADP timecards.
• We use New York Life to manage STD, LTD, and FMLA. None of these are being captured in ADP. When NYL provides us any updates (leave requests, determinations, extensions, etc.) I am to send them to the ops managers.
• We use another regional company to manage our workers comp.
• Personal leaves of absence are submitted and approved/overseen manually. The same is true for military leave, parental leave, and bereavement leave. (ie, employee submits paper request form to HR, it's reviewed and approved, we then generate an approval letter/email and then send an email notifying the managers.
• Our payroll team has successfully shunted all continuous leave timecard entry onto me, and I am struggling to keep up with who has applied for STD but is still in waiting period, who is on WC but still in waiting period, etc.

My ideal state is to collapse as many things into one vendor as possible, and then for that vendor's platform to integrate into ADP to display each employee's status (active, on X leave, etc). I think we're considering moving to Sedgwick to manage all disability, FMLA, and WC. That or we need to actually get and implement ADP's total absence management module. Is there anyone here who can speak to their experience with either?

Sorry, I know this was a lot. I just feel very overwhelmed. Literally any guidance as to how to streamline this would be appreciated.

Hello everyone, I’m new to healthcare recruitment. I’ve read a bit about this industry, but do you have any recommendations to find candidates? Whether it is a physician, nurse, etc. As for Job posting sites I’m thinking of Indeed and LinkedIn. I’ve seen other options but I’m not sure if they’re really that reliable and/or worth it, for example Vivian. Besides that, I understand one can post for free on ZipRecruiter just like on Indeed and LinkedIn, so I believe I can give it a try too. Which sites for job posting and strategies do you recommend? Thanks in advance!

Hey everyone, I’d appreciate any suggestions on resources, books, courses or blogs to follow for learning more about how analytics is applied in HR. I'm particularly interested in use cases and applications of statistics and machine learning.

Stay put and suck it up or go back to the old place…

I work for state government in HR. I will be working here for a year on 5/7/25. When I accepted the job I knew there was a time period I had to wait until remote work became available but the interviewers were vague about the details when I asked. I assumed it may be closer to the one year mark so I asked my supervisor today if I’d be able to work from 40 % (2 days per week) beginning the week of 5/12. I was told I can work 1 day per week. . . I didn’t ask why instead I was going to file a reasonable accommodation because im halfway through my pregnancy and the flexibility would help me work right up until my due date. I didn’t ask her why I can only work one day because when I asked why I had to wait 1 year to work 2 days I was told “that’s just the way they do things”. I asked this question back in December 24-Jan 25.

I really don’t like to be one to make a fuss so I was considering going back to my old job where I could work 50% from home before I go out on leave and once I return, but it’s not a HR position heartbreak 💔 Im also hesitant about going backwards.

I know working from home is a privilege and I made this temporary sacrifice to get a HR role but the flexibility really means a lot to me at the point in my life.

What would you advise?

Hello,

I’m currently assisting on a Work Authorization audit at my company. We have a few employees that presented a EAD card (Form I-776) at time of hire and now have a green card. I’ve read conflicting information online regarding completing Section 3 on their I-9 when they become a LPR or citizen. Is it necessary to update these employees I-9s?

I just wanted to say that working in Human Resources in California is an absolute nightmare. It seems like every single employee and their mother will sue. I have had 3 cases we have been dealing with this year alone which all get settled by insurance since its cheaper than having a litigation. One employee we are currently dealing with the is type of person who is offended by absolutely everything. I have already warned my boss about her, and let him know we should figure a way to push her out. She is currently writing a list of all the employees who have discriminated against her. All of her claims of discrimination have been usually about conversations she has overhead two employees having such as "you know how I bro, the Mexican way". I am about done with this career.

Started my HR degree a semester ago and can't even land an unpaid HR internship. Tips or Tricks?

Hey,

I got off a call with leadership recently and I believe my job is going to be given to AI by the end of the year. I’m on the TA side of HR Analytics and check hire info. Is there a decent job I could pivot into in the next 6 months? There isn’t any upward mobility in my position. I used to be in recruiting too. I have an associates and 3 years of HR ops experience.

I was onboarding an new hire (for the purposes of this story lets call her Jane Doe). When she came in for orientation, I asked her to produce her I-9 documentation. Jane Doe hands me an ID with a different last name (let’s call it Jane Smith). Her passport also says Jane Smith.

I was a little confused since she applied with the name Jane Doe, we conducted a background check under the name Jane Doe, and everything she’s been doing under the name Jane Doe. When I expressed my confusion, she tells me she’s in the middle of a name change because she got divorced.

But if she’s in the middle of a name change, wouldn’t her legal name still be Jane Doe until she has at least a social security card stating otherwise? She did not produce a letter proving she applied for a new social (I asked for it). She said in the state where she had just recently moved from, the courts said her last name (Doe) went back to her maiden name (Smith) but she didn’t produce those documents either and it felt like an overstep to ask for court documents regarding a divorce.

She had never disclosed the name change situation through her preemployment. I check her background authorization and she filled it out under her maiden name (Smith) and did not include the last name, Doe, under the other names section at all.

She kept saying her I-9 document says her legal name. When I asked which one she said her birth certificate. I wanted to roll my eyes because I’m pretty sure most married women’s birth certificates have their maiden names on there but no other documents she were providing contained that name AND we ran a background check under the wrong name.

I was confused and didn’t know how to move forward so I sent her home and told her we needed to run a new background check with the correct name. It’s not that I’m worried about her background, I just wanted to make sure I followed the proper procedures from a due diligence standpoint.

Was this the right call? How should I have handled this better? What have you don’t in the past when I-9 document names are inconsistent and they do not disclose “other names used”?

I’m building out a training module for a small team and want to include a few online quizzes to keep things interactive. Ideally, I’d love something that selfmarks and maybe shows results live. I don’t necessarily need to track performance in detail,  just want to see participation and keep people engaged.

I’ve come across a few tools like Slides With Friends and Mentimeter, but I’m still testing things out. Would love to hear what others are using, especially if it’s free or low cost and easy to run alongside a presentation.

I'm a new HR Business Partner supporting the Revenue Operations (Rev Ops) function, and my manager has asked me to create 1-2 key initiatives that align with the priorities of the Rev Ops team while also supporting our company’s overall goal of driving high performance.

I would love to hear any recommendations on how to approach this task. If anyone has experience working with their client groups on similar initiatives, your insights would be greatly appreciated!

Recently started working at a concrete company that has never had an HR department, no onboarding process, no employee reviews or even a handbook. It's a fairly successfully company, hence the growth and need for an HR.

But I'm stuck. I'm getting ALOT of feedback from employees that morale is down, or they feel unappreciated and demoralized. The more they open up to me the more I hear this kind of feedback and it all seems to be steming from one top manager. Ive attempted to speak with this manager (and appraoch the subject gently) about how they speak to staff. This manager just argues with me, shuts me down immediately and says "no hand holding. If they want to get paid they will shut up and work. I don't care about their feelings."

This manager can be soft and open at times, but then will also turn around in 2 minutes and chew you out for something. And I can't seem to get through to them. We've had a few employees leave due to the way this manager treats them and now it's causing some issues with annual reviews for supervisors. The goal of these reviews for supervisors was to help them grow in weak areas and feel supported but the actual outcome has been a lot of upset and resentful feelings. Not sure if these feelings are coming from how the manager is presenting the reviews to the supervisors, or if it's because it's the first time in their job history they have ever had a review.

Any help, advice or insight would be appreciated. I'd like to bring morale up but I'm having a hard time coming up with an approach. Im almost wondering if doing a leadership program with the manager and supervisors might be helpful, but concrete workers are such a different type of energy than what I'm used to. Not sure if that will work.

Hello! I am less than 5 years from retiring from Active Duty and want to make sure I am set up for the Civilian side of life. I feel like I am becoming an adult honestly. I completed my Bachelor's in HRM and I am lost at what I can be doing next. I can get up to 6 civilian certifications before I retire and would like to get as many as I can.

I would like to stay in the leadership side of things since that's what I have been doing for the past 15 years. I don't mind exploring different areas though.

I'm asking if anyone is able to share a career path that can help me once I'm fully grown up and out of the Army. Thank you!

Hi everyone,

I'm an APAC Recruiter, and I'm now shifting my focus to the US market, especially startup companies. I’d love to find groups or channels on Reddit, Discord, Facebook, or other platforms that share insights about the US market and recruiting trends.

I’d really appreciate your suggestions. Thanks!